Profiling & Assessment

After having discovered the world of observable behaviour through the DISC profile, one might already have noticed that there are “gaps” in using DISC alone. For instance, why is one individual with a “High D” different from another individual with a similar pattern?
This is Tina, a manager. Tina is not liked by her team. She is described as pushy, demanding, confrontational,...

Let's pretend for a second that you are a sales manager and you're about to hire a new sales rep. You're looking at their DISC profile . . . they're high I.
Yippee!
That's wonderful news. They're just like you. And you're awesome. You're good with people. You have charm, charisma and the gift of the gab.
But here comes the part were you drive that train of thought off the tracks and straight...

This infographic serves as an introduction to the Workplace Motivators profile, which measures 6 underlying motivators (or dominant values), and includes a description of each factor, famous characters from movies as examples, who created the assessment, how a motivator is formed, and more.

This infographic serves as an introduction to the DISC profile and includes a diagram of the four-quadrant DISC model, famous people as examples, the person who created DISC, what the four colours mean, and the biggest DISC mistake.

This infographic serves as an introduction to the Emotional Quotient (EQ) profile, which measures 5 core dimensions of emotional intelligence, and includes a description of each factor, famous characters from movies as examples, who created the assessment, and the importance of EQ in business.

We are often asked by the people we work with for examples of famous movie characters as well as real life people and how they fit in the DISC framework. We have broken the post into three parts. In the first part of the post we have put together a collection of characters who might represent each of the behavioural styles. The second part of the post is a list of famous Australian's, who we...

Below are a few examples of people from movies and TV shows to help highlight the 5 core competencies in Emotional Intelligence training. For each competency, we have used an example of someone who represents a low score, and someone who represents a high score.
More on Emotional Intelligence:
Check out the EQ profile page — or one of our combination profiles like Behavioural...

Successful leadership relies on the ability to influence others' behaviour in order to accomplish an objective. The ability to influence others is greatly enhanced by training on a behavioural model. New to the DISC profile? Read an introduction here.
This article explores how you might use the DISC profile in leadership development training, which is one of the most common applications of DISC...

Selling is the most important function — the beating heart — of every business because an organisation either has money coming in to pump to all its other vital organs (manufacturing, operations, marketing, I.T, customer service, accounts, HR, management, product research), or it doesn't, and therefore slowly withers and dies.
Companies that seek a competitive edge must continuously be...

Becoming more emotionally intelligent is the implied goal of virtually all leadership training.
Once introduced to emotional intelligence and the impact that emotions have on team performance, productivity, innovation, customer loyalty, employee engagement and retention, leaders will never look at their jobs in quite the same way.
Although emotions and feelings may seem trivial from a business...

People working in customer-facing roles (sales and customer service), along with their direct managers, need to have the highest levels of emotional competence in an organisation.
Anyone who has been in a customer service job for more than a few seconds knows that it depends on quick responsiveness, excellent communication and empathy, and a good deal of emotional control. Right before a person...

Job performance (getting people to achieve KPIs and targets) and team performance (getting many different personalities to work together productively) are both high-priority and highly complex issues for leaders, which are affected by many elements.
Sometimes our consultants encounter problems within teams that are linked to an individual's or a manager's behavioural style (DISC), but more often...

Universal Sales Truth: To a prospect, any price is too high until he or she understands the value of your product or service. To deliver value to a prospect, salespeople have to first understand what the prospect perceives as value.
If we understand what the customer values (what they care about), we will be better positioned to understand their motivations to buy. Once we are able to understand...

Your core values, also known as your "motivators," are the single most important element of your personality to understand. They are also, arguably, the single most important element of job performance, yet they are frequently overlooked in the hiring process.
One document that explains this idea extremely well was released by Hudson back in 2010 called "Positioning for Growth" (using survey...